Government Occupational Psychology
Profession
Professional Skills & Standards
version dated: 08/07/2024
Contents
Foreword from
Professional Skills & Standards
Head of Government Profession
Development & Application
8
3
Content 11
Grade Requirements
12
The Government Occupational
Psychology Profession
Professional Skills and
4
Standards Overview
14
Skills & Standards in Detail
Protected Titles
5
by Level
Behaviours 15
Knowledge Base
17
Designated Occupational
Consultancy 19
Psychology Post/ Role Titles
Research & Evaluation
22
6
2
Foreword from
Head of Government Profession
As a profession, we have a commitment to embedding
Our impact is felt right across the Civil Service in the work
modern, innovative and evidence-based occupational
we do to ensure safe, skilled and productive environments.
psychology insights and solutions to support the future
of the Civil Service. In the roles we undertake, it is
Through the Occupational Psychology Profession Board,
essential we uphold, role model and champion our
we set and review our professional practice standards and
professional skills and standards. We do this by applying
uphold the professional interests of those within our
our knowledge base across the five areas of
profession. It is only right, therefore, we outline our
occupational psychology:
expectations and minimum requirements for recruitment and
promotion into each of our designated professional levels.
1. Psychological assessment at Work
My wish is for all members of the profession to use these
2. Learning, training and development
standards regularly, alongside the British Psychological
3. Leadership, engagement and motivation
Society (BPS) and Health and Care Professions Council
(HCPC) standards and to support personal learning,
4. Wellbeing and work
development and growth. I’m incredibly proud of the
5. Work design, organisational change and development
work we do and the high standards we set.
Our work is about developing and delivering people
Dr Antonia Dietmann
solutions, and making a difference across the whole
Head of the Government Occupational Psychology
employee lifecycle and for the citizens of the UK.
Profession
3
The Government
Occupational Psychology
Profession
Occupational psychology is concerned with the
performance of people at work and with how individuals,
small groups and organisations behave and function.
By applying the science of psychology to work,
Occupational Psychology professionals aim to increase
the effectiveness of the organisation, improve the job
satisfaction of individuals and deliver for Ministers,
citizens of the UK and the wellbeing of our people.
The Government Occupational Psychology Profession is a
recognised government specialist profession and we are
There are significant numbers
to complete, is currently
might hold dual professional of our community in the
part of the wider Government Science and Engineering
undertaking, or who has
identities and memberships
Department for Work &
(GSE) Profession. There are over 250 members across all
completed a postgraduate with another Government
Pensions and College for
the major government departments and many agencies
Policing
(MSc) qualification in
profession. We embrace the
and
occupational psychology
diversity this brings to our
arms-length bodies. There are significant numbers
(or similarly titled course). community and our
of our profession in the Department for Work & Pensions,
professional practice.
Ministry of Justice, Ministry of Defence (including
Our members work in both
Defence Science & Technology Laboratory), and College
designated occupational
of Policing. Across all our roles, we give decision-makers
psychology posts and
occupational psychology evidence-based advice and
posts designated in other
services to improve organisational effectiveness,
professions (e.g. Human
employment experiences, public policy and the quality
Resources, Analysis,
of public services people across the United Kingdom.
Research,
Government Science &
We include in our profession anyone who holds a
Engineering). We recognise
psychology undergraduate degree (BSc or equivalent) and members of our profession
4
intends
Protected Titles
Government
Occupational
Psychology
Our profession is the occupational psychology
Profession
profession. However, not all members of our profession
~ 250
can be called Occupational Psychologists. This is because
the title Occupational Psychologist is a legally protected
Government Head of
title that can only be used by people who are registered
Profession
with the Health & Care Professions Council (HCPC).
Dr Antonia Dietmann
Members of the public can check the HCPC’s online
register to see if a someone using a protected title is
DWP
legally entitled to use it.
Incorrect use of an HCPC protected title can be
prosecuted by the HCPC for knowingly deceiving the
public. To avoid calling our members Occupational
Psychologists when not all members might be able to
use the protected title, we generally talk about members
Deputy Head of
Deputy Head of
of our profession or professional community.
Profession
Profession
Joanna Lishman-Cook
Dr Joanna Harvey
We recognise the status of legally protected psychology
titles can be confusing for people outside the profession.
MoJ
MoD
All members of the Government Occupational Psychology
Profession are expected to only use professional titles to
which they are entitled. We encourage civil servants to ask
people describing themselves as a psychologist to explore
which domain of psychology they work within and the
qualifications they hold. Members of the Government
Occupational Psychology Profession will gladly answer
Occupational
Occupational
these questions.
Psychology
Psychology
Professionals
Professionals Non-
Psychology Posts
Psychology Posts
~ 8 departments
Most
departments
5
Designated Occupational Psychology
Post/ Role Titles
The entry level designated occupational psychology
We avoid inserting the word ‘Occupational’ before
role is titled “Psychologist" (or sometimes Assistant
Psychologist so as not to assign a post title to someone
Psychologist). Above entry level, designated occupational
who might not be legally entitled to use that title.
psychology posts are titled with a grading/ level indicator
If a post is titled Occupational Psychologist specifically,
plus the word Psychologist. The designated post titles
it must be undertaken by someone who fulfils all the
and their equivalence to Civil Service grades as follows:
current requirements to use that legally protected title -
these requirements are set by the HCPC, not by the
Civil Service.
Designated Occupational Psychology Post/ Role Title
Civil Service Grade
We tend not to use the role/ post title of Trainee
[Assistant] Psychologist
EO
Psychologist anymore, because this confuses the term
Higher Psychologist
HEO
with students undertaking the external qualification to
become a Chartered and Registered Occupational
Senior Psychologist
SEO
Psychologist who are called trainees by the BPS. We
Principal Psychologist
G7
expect members of our profession to be clear with
Chief Psychologist
G6/SCS1
colleagues when and why they are using the term ‘trainee’.
Senior Principal Psychologist (typically used in Dstl)
In our community communications we are clear if we are
referring to trainees on the qualification.
The larger occupational psychology teams have posts
across the grade range, but not all teams have the full
range. In some cases, there are singleton occupational
psychology posts. This is most usually at SEO or G7.
By that grade, in line with the standards set out in this
document, the incumbent will be fully qualified as a
Chartered Psychologist with the BPS via an occupational
psychology qualification (i.e. eligible for Full Membership of
the Division of Occupational Psychology) and a registered
Occupational Psychologist with the HCPC.
6
Post/ Role Titles (contd.)
If a singleton post is at HEO or below it is imperative the
line manager secures independent professional oversight
of the individual’s occupational psychology work and
professional practice. To do this, they must seek the
guidance of a senior member of the profession in their
department or the Head of the Government Occupational
Psychology Profession.
Members of our profession working in non-designated
posts have a range of post/ role titles depending on
where they work, e.g. Leadership Consultant,
Organisation Development Practitioner, Research
Analyst, Scientist. We would welcome a conversation
with any line manager who is seeking to understand if
their non-designated psychology post should become a
designated post due to the qualification requirements,
purpose, and remit of the role.
Members of our community working in non-designated
posts have a range of post/ role titles depending on where
they work, e.g. Leadership Consultant, Organisation
Development Practitioner, Research Analyst, Scientist
7
Professional Skills & Standards
Development & Application
Professional standards are the demonstration of specific
professional skills, knowledge or qualifications required to
operate competently within that profession at a specific
level. In line with Civil Service Success Profiles, there are
five elements:
1. Behaviours
2. Strengths
3. Ability
4. Experience
5. Technical
The actions and activities
The things we do
The aptitude or
The knowledge or
The demonstration
that people do which
regularly, do well and
potential to perform to
mastery of an activity
of specific professional
results in effective
that motivate us.
the required standard.
or subject gained
skills, knowledge or
performance in a job.
through involvement in,
qualifications.
or exposure to it.
The Occupational Psychology Professional Skills &
the unique blend of knowledge, skills and attributes
Standards have been developed by the Government
that underpin the professional contribution of the
Occupational Psychology Board, chaired by the
occupational psychology profession to Civil
Government Head of Profession. These standards reflect
Service policy, processes, and public service delivery.
8
Development & Application (contd.)
These standards primarily apply to designated
occupational psychology posts where meeting the
standards is an essential requirement of the job.
Colleagues in non-designated posts who strongly
identify with the profession (e.g. they hold high levels of
8. Retention/
2. Attract
qualifications and are active members in our community)
Exit
might find it valuable to seek support from their line
management to use these standards, particularly in
recruitment and development.
Individual job descriptions describe the tasks and
responsibilities of each occupational psychology role.
Where the content of a job description covers some of
the content of the occupational psychology professional
7. Progression &
3. Recruit
standards (e.g. in qualifications, behaviours, professional
Performance
1. Organisational
skills, ethics, and conduct), it should align with all
Strategy
content. The Government Head of Profession may
discuss with recruiting line managers and departmental
Human Resource Directors if a role appears to deliver
occupational psychology services and should fit within
6. Reward,
these professional standards, but is not fully aligned.
Recognition
4. Onboard
The standards can be applied across all stages of the
& Benefits
employee lifecycle (see diagram) with a core role in
recruitment, promotion, learning, development, and
5. Learning
career planning. Each member of the Government
and
Occupational Psychology Board is responsible for
Development
championing and supporting this document across
employee lifecycle.
9
Development & Application (contd.)
Members of the profession should use these standards
These conversations can be held by line managers
themselves and in conjunction with their line manager,
who are psychologists or non-psychologists. If the line
to assess where they are now, where they want to be,
manager is a non-psychologist, they are encouraged to
and how they might get there. This might be the
seek professional input from a senior member of the
acquisition of the skills and competences necessary to
profession in their department.
enable you to excel in your current role, developing a
particular competence in greater depth by means of
job-enrichment, or developing the skills necessary to
move into an entirely new role or gain promotion.
10
Professional Skills & Standards
Content
Our professional skills & standards, first of all, consist of
Professional supervision is an important component
qualifications and experience requirements depending
of a commitment to life-long learning and professional
on the grade of the designated post. The qualifications
development. As described in our qualification
give the underpinning knowledge required both at
requirements, it is expected that Higher Psychologists
undergraduate and post graduate level. We support the
(HEO) will be enrolled on a BPS approved qualification to
qualifications approved by the BPS and do not repeat
become a Chartered Psychologist and registered
their qualification standards or content here.
Occupational Psychologist and will therefore have a
Building on underpinning knowledge, our standards have
professional supervisor through that qualification. Senior
behaviours and professional skills, which are built on a
Psychologists are expected, as part of their role
foundation of ethics and conduct. The behaviours are
responsibilities, to supervise psychologists who are
drawn from the Civil Service Success Profiles except for
enrolled on such a qualification. Chief Psychologists are
Ambassador, which is more fully described further on.
expected to maintain their ability to supervise
The ethics and conduct requirements are drawn from
psychologists on such a qualification and actively
the HCPC and BPS documents. These hold equal status
supervise as resources permit and require.
and also apply to all colleagues in designated posts
If there is a singleton Higher Psychologist post in a
whether they are members of the HCPC or BPS or
team (i.e. not line managed by a psychologist) and the
not. Colleagues in non-designated posts are strongly
person is not Chartered or Registered, the line manager
encouraged to operate in accordance with the ethics
must secure professional oversight of the individual’s
and conduct requirements of the BPS and HCPC whether
work and professional practice. This might be aligned with
or not they are members of those organisations.
the supervisor of the qualification to obtain Chartered and
Registered status, if available, but does not need to be.
The line manager, must seek the guidance of a senior
member of the profession in their department or the
Government Head of Profession.
11
Grade Requirements
Designated Grade Title
Qualification & Membership Requirements
Experience
[Assistant] Psychologist
BSc Psychology (or equivalent) that confers Graduate Basis for
No work experience required.
(Typically, EO.)
Chartered Membership with the BPS.
DWP Work Psychology Service only: MSc Occupational Psychology (or
equivalent titled course) approved as Stage 1 by the BPS. EO grades are
fast-tracked to HEO grade after 6 months upon successful completion
of a structured role-specific training process, which is aligned to the
Civil Service probation period
Graduate member of the BPS
Higher Psychologist
(Typically, HEO.)
As above.
Desirable: A minimum of 2
MSc Occupational Psychology (or equivalent titled course) approved
years relevant postgraduate
as Stage 1 by the BPS.
experience.
Enrolled/eligible to enrol on the BPS qualification in Occupational
Psychology Stage 2. Or completed the MRes part (years 1 and 2) of a
professional doctorate in Occupational Psychology conferring HCPC
registration and enrolled on final doctorate component (years 3 & 4)
to give Chartered status with the BPS and full membership of the
Division of Occupational Psychology.
Graduate Member of the BPS. Upon completion of the above
qualifications, Chartered Member of the BPS conferring eligibility for
Full Member of the Division of Occupational Psychology and Registered
Occupational Psychologist with the HCPC. (NB. HCPC Registered
Occupational Psychologist can be listed as both a licence and a
membership on CS Job adverts.)
12
Grade Requirements (contd.)
Designated Grade Title
Qualification & Membership Requirements
Experience
Senior Psychologist
As above.
Essential or desirable
(Typically, SEO.)
depending on role: Minimum
Have completed Stage 2 Qualification in Occupational Psychology
of 4 years relevant post MSc
with the BPS conferring eligibility to become a Chartered Psychologist
experience. This will be the
with BPS and registered with the HCPC.
typical length of time it takes
Or completed a professional doctorate in occupational psychology
to complete the required
conferring eligibility to become a Chartered Psychologist with the BPS.
qualifications.
Desirable (for some role essential): Member of the Register of Applied
Psychology Practice Supervisors to be able to supervise psychologists
undertaking a BPS approved qualification to become a Chartered and
Registered Occupational Psychologist.
Chartered Member of the BPS conferring eligibility for Full Member of
the Division of Occupational Psychology. Registered Occupational
Psychologist with the HCPC. (NB. HCPC Registered Occupational
Psychologist can be listed as both a licence and a membership on CS
Job adverts.)
Principal Psychologist
Essential or desirable
As above
(Typically, G7.)
depending on role: Minimum
of 6 years relevant post MSc
experience Minimum of 6
years relevant post MSc
experience.
Chief Psychologist
As above
Essential or desirable
Senior Principal Psychologist
depending on role: 6+ years
(typically only used in Dstl)
relevant post MSc experience.
Typically, G6 or SCS1
13
Professional Skills and Standards Overview
People
Information
Results
Behaviours
• Working Together*
• Communicating and Influencing*
• Managing a Quality Service*
• Leadership*
• Seeing the Big Picture*
• Delivering at Pace*
• Developing Self and Others*
• Making Effective Decisions*
• Changing and Improving*
• Ambassador
Knowledge Base
Consultancy
Research and Evaluation
Professional
Skills
1. Psychological assessment
1. Contracting
• Methodology
at work
2. Information gathering and analysis
• Analysis
2. Learning, training and
of issues
development
• Interpretation and evaluation
3. Using an evidence-based approach
3. Leadership, engagement
to formulate plans and actions
• Dissemination
and motivation
4. Implementing and reviewing
4. Wellbeing and work
solutions
5. Work design, organisational
5. Evaluating outcomes
change and development
6. Reporting and reflecting on outcomes
Ethics and
Health and Care Professions Council Standards of Conduct, Performance and Ethics
Conduct
British Psychological Society BPS Code of Ethics and Conduct
14
Skills & Standards in Detail by Level
Behaviours
There are 10 behaviours specified - 9 of these are from the Civil Service Success Profiles - Behaviours and 1 (Ambassador)
has been developed for the occupational psychology profession. The details of the Ambassador behaviour are below.
Ambassador
Outcome: The practitioner’s behaviour contributes to occupational psychology being seen by clients, stakeholders and
customers as a trusted and valued partner part of a cohesive wider Civil Service profession. (summative over levels)
Effective Indicators (summative over levels)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Understands the role of
• Understands the role of
• Promotes the use of
• Sets strategic direction for
occupational psychology in
occupational psychology
occupational psychology
use and promotion of
department.
across government.
within policy and strategy.
occupational psychology
• Recognises the multiple and
• Responds appropriately to the
• Champions, defends and
services within their department
often competing interests of
multiple and often competing
upholds occupational
and across the Civil Service.
the profession within the Civil
interests of the profession
psychology professional
• Takes a leading role in
Service.
within the Civil Service.
standards and ethical practice.
advancing the profession
• Speaks positively about the
• Speaks positively about the
• Ensures the availability of a
across the Civil Service.
profession in a local/
profession in a departmental/
professionally assured, ethical
• Contributes to the wider
directorate context.
organisational context.
and policy directed Occupational
academic and professional
• Collaborates with other
• Maintains a wide network
Psychology function.
community for occupational
psychologists and specialists
across the profession and
• Promotes interrelationships
psychology including the
as required to deliver services.
with other specialists.
between other professional
BPS and HCPC to support
groups and stakeholders and
the sustained growth of
encourages multidisciplinary
our profession.
teams.
continued on next page
15
Behaviours (contd.)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Explains to all audiences how
• Promotes the profession and
• Determines the most
• Ensures compliance with legal,
occupational psychologists
identifies new ways to add value
appropriate use of
ethical and professional
inform strategic, policy and
to departmental priorities.
occupational psychology
practices for self and others
delivery decision making by
across the system.
within boundaries of the
providing high quality
• Develops opportunities to
profession.
impartial advice.
collaborate with other
• Sets strategic direction
professional groups and
for the use of occupational
• Represents the profession in
stakeholders.
psychology services.
their department and, when
• Seeks new opportunities for
required by the Civil Service
the role of occupational
Head of Profession, across
psychology.
government.
• Makes a corporate contribution
to the Civil Service
occupational psychology
community.
• Monitors the quality of service
of internal and externally
contracted Occupational
Psychology practitioners to
ensure they meet clients’
needs and are in line with
current professional standards.
• Facilitates the effective use
of professional networks to
enhance the provision of
Occupational Psychology
services.
16
Professional Skills
Knowledge Base
Outcome: The practitioner has the required knowledge to deliver
3. Leadership, engagement and motivation
evidence-based services that effect positive change/impact on and
4. Wellbeing and work
for clients/ stakeholders/ service users across the five areas of
5. Work design, organisational change and development
occupational psychology:
1. Psychological assessment at work
This standard does not detail the content of these five
knowledge areas. This is set by the BPS.
2. Learning, training and development
Effective Indicators (summative over levels)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Acquires underpinning
• Develops depth of knowledge
• Brings expert knowledge to
• Gives strategic direction
knowledge of the science and
and keeps up to date in those
bear in business area and
to ensure the effective
practice of occupational
areas of occupational
assure the development of
deployment of occupational
psychology and understand
psychology most relevant to
practitioners’ skills and
psychology resources in the
how these apply in the
your role.
knowledge.
Civil Service.
workplace.
• Critically appraises the
• Applies occupational
• Accountable for overall
• Uses an evidence-based
evidence base to understand
psychology insights to
service delivery.
approach to identify research
the issue in question.
enhance decision making,
and theory across core
planning and policy
• Actively collaborates other
sources of evidence that can
• Uses an evidence-based
development across the
professional experts to deliver
be applied to the situation
approach to identify research
organisation and wider Civil
multi-disciplinary advice to
you are addressing.
and theory across multiple
clients.
sources of evidence that can
Service.
be applied to the situation you
are addressing
continued on next page
17
Knowledge Base (contd.)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Develops critical appraisal
• Applies professional judgement
• Sets the requirements for
skills to evaluate research
and expertise in selecting
standards of professional
evidence.
robust, cost-effective and
practice and boundaries of
• Draws appropriate
relevant psychological theories/
knowledge for occupational
conclusions from
models/tools/ techniques.
psychology services.
psychological research
• Uses new techniques and
• Contributes to the advancement
and relates to the context
extend own boundaries of
of the knowledge base and
of the organisation.
practice.
future skills development for the
• Prepares and presents
• Promotes and delivers
profession in the Civil Service as
psychological information
solutions to novel problems
well as via universities.
in a way that meets the
using occupational
client’s needs.
psychology insights.
• Recognises the boundaries of
• Seeks to share and exploit
own personal knowledge and
psychological information with
skills, and seeks guidance
colleagues within and across
from experienced colleagues.
teams for the good of the
organisation.
• Recognises the boundaries of
the profession, and takes action
to meet clients’ needs through
referral to or consultation with
other professionals when
appropriate.
18
Professional Skills
Consultancy
Outcome: The practitioner engages with their stakeholders to deliver a
4. Implementing and reviewing solutions
service that is based on the consultancy cycle, which leads to the best
5. Evaluating outcomes
intervention possible for the situation. The stages of the consultancy
6. Reporting and reflecting on outcomes
cycle are:
1. Contracting
This standard does not detail the requirements of these six stages of
the consultancy cycle. Psychologists should refer to the definition in the
2. Information gathering and analysis of issues
current handbook for the BPS stage 2 qualification in occupational
3. Using an evidence-based approach to formulate plans and actions
psychology.
Effective Indicators (summative over levels)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Understands the importance
• Promotes and champions the
• Sets strategic work objectives
• Sets strategic direction for use
and value of the consultancy
importance and value of the
and work force plans in line
of occupational psychology
cycle in delivering
consultancy cycle in delivering
with ability to deliver using the
consultancy services.
occupational psychology
occupational psychology
consultancy cycle.
services.
services.
• Accountable for overall service
• Is innovative in addressing
delivery.
• Routinely uses stages 2, 3, 4
• Organises work and resources
client needs and demonstrates
and 6 of the consultancy
to facilitate the delivery of the
wider benefits of analysis.
cycle most likely with support
consultancy cycle.
and guidance from a more
• Actively markets services and
senior colleague.
• Uses the full consultancy cycle
looks for new clients.
and advises others on its
• Provides consideration of
application.
• Challenges assumptions and
stages 1 and 5 of the
offers alternative perspectives.
consultancy cycle.
• Conducts problem analysis
and determines all the client
issues to be addressed.
continued on next page
19
Consultancy (contd.)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Use essential skills of asking
• Liaises directly with clients,
• Provides up-to-date impartial,
questions, listening and
keeping them informed in a
relevant and evidence-based
probing to identify client
timely manner.
advice to clients on the
needs.
• Defines the problems to be
psychological and behavioural
• Understands clients’
addressed and communicates
implications of their plans/
requirements.
the benefits of this analysis,
practices.
• Able to work in partnership
ensuring it is fit for purpose.
• Identifies and explains how
and collaboratively with
• Seeks opportunities to engage
occupational psychology
clients.
with new clients.
theory and applications can
add value to client requirements
• Seeks to understand the root
• Challenges assumptions.
and improve business
causes of issues facing
Clearly contracts services
outcomes, organisational
clients.
with clients to ensure that
practices and policy.
• Identifies where practice
there is understanding of how
• Communicates and promotes
does not align with
psychological services will
the impact and value added by
psychological theory and
meet their needs.
the profession at a senior level
evidence and alerts senior
• Scopes out client requirements,
within the Civil Service.
colleagues.
including evaluation plans,
• Proactively pursues
• Promotes the benefits of
agree applied psychology
opportunities for applying
applied occupational
solutions and keep them
psychological theories and
psychology to enhance
involved at all stages of work.
practices in ways that enhance
business outcomes.
• Highlights problems that clients
organisational and operational
are unsighted on or unaware of
effectiveness.
and identify possible solutions.
continued on next page
20
Consultancy (contd.)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Provides theoretically founded
or evidence-based advice and
guidance to clients on how
psychological interventions can
support their outputs aligned
with the context of the
organisation/client.
• Constructively challenges
practice that does not align
with psychological theory and
proposes evidence-based
alternatives.
• Seeks opportunities for
occupational psychology to
contribute to developing
strategy and policy.
21
Professional Skills
Research & Evaluation
Outcome: The practitioner conducts appropriate and sound scientific research to provide the
evidence-base on which to make organisational decisions.
Effective Indicators (summative over levels)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Understands the full range of
• Conducts and apply research
• Brings expert knowledge to
• Identifies strategic opportunities
quantitative and qualitative
to understand organisational
bear in business area and
for collaboration between
methods available to address
challenges and enrich the
assure the development of
stakeholders and internal
occupational psychology
psychology evidence-base.
practitioners’ skills and
or external researchers to
issues.
• Selects and uses the most
knowledge.
improve the evidencebase
• Applies a range of
appropriate quantitative
• Oversees the design and
of decision making.
quantitative and qualitative
and qualitative analytical
application of psychological
• Champions the need for
research/ evaluation methods
methods and identify any
interventions, research and
rigorous evaluation with
as required by your role.
inconsistencies and problems
evaluation within your area of
stakeholders and, where
• Able to conduct data analyses
in the data.
expertise.
required, building the business
at least at MSc level using
• Oversees the design and
• Ensures rigorous and accurate
case for required resources
available qualitative and
application of psychological
application of analytical skills
• Accountable for oversight
quantitative software tools
interventions, research and
is upheld by practitioners.
any approvals required for
relevant to your role.
evaluation within their area
• Cross-validates interpretations
occupational psychology
• Adheres to the BPS Code of
of expertise.
and provide analysis of the
research. Ensures adherence
Human Research Ethics.
integrity of the data in relation
to wider departmental and civil
to other sources and research,
service research and ethical
context and psychological
standards and approvals.
theory.
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Research & Evaluation (contd.)
Higher Psychologist
Senior Psychologist
Principal
Chief Psychologist
• Conducts research and
• Ensures conclusions are
• Applies occupational
• Demonstrates a higher level
development of theory,
reached taking into
psychology insights to enhance
of ethical awareness for own
methods and practice to
consideration historical
decision making, planning and
practice and provides oversight
enrich the psychology
evidence of patterns and
policy development across the
of occupational psychology
evidence base.
trends, whilst also looking
organisation and wider Civil
services.
• Draws appropriate
to the future.
Service.
conclusions from
• Promotes and delivers
• Evaluates the wider strategic
psychological research
solutions to novel problems
implications of the data /
and relates to the context
using occupational
outcomes /conclusions and
of the organisation.
psychology insights.
present to senior level
• Seeks to share and exploit
audiences.
psychological information with
• Gives strategic direction to
colleagues within and across
ensures the effective
teams, for the good of the
deployment of occupational
organisation.
psychology resources in the
Civil Service.
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For more information, please contact us via email,
or visit our gov.uk pages, by clicking the links below.
contact us via email
visit our gov.uk pages